What if your organization's greatest strength is diversity in the way they think?
If you don’t leverage this strength, your organization is under-performing.
Innovation is stagnating.
You’re slow to adapt to changes.
It’s difficult to compete for the best talent.
The talent you’ve already invested in is leaving or - worse - disengaging and staying.
Employees in a culture of cognitive inclusion feel valued, involved, and connected to your mission and to each other.
Cognitive diversity is difference in the way we each perceive and use information.
The extreme of cognitive diversity is neurodivergence. The brains of neurodivergent people - such as autistic, ADHD and dyslexic team members - are structured and connected differently. They are specialized in skills you need for your success, such as predicting outcomes, pattern recognition, and resistance to group think.
Cultures that are designed to enable the 30% neurodivergent talent automatically improve employee engagement and enable everyone to perform their best. Your culture of cognitive inclusion will enable the collective genius.
Cognitive inclusion improves your innovation, talent management and business performance. It also unlocks a more-than-40%-larger talent pool, while positioning your organization as leading in innovation, resilience and social responsibility.
Designing and building a cognitively inclusive culture releases your collective genius.
Talent management
51% less turnover. 68% higher wellbeing with drop of 78% in absenteeism. More effective competition for top talent, from a 40% larger talent pool.
Save more than $11,000 per employee each year.
Business performance
Improved team skills in using intelligence, problem solving, pattern recognition, risk taking and rational decision making. It’s easier to adapt to changes.
Diverse leadership drives 19% more innovation revenue.
Innovation
Business performance correlates by 49% with employee engagement. The most engaged employees drive 15% higher productivity, and 10% higher customer loyalty.
The most engaged organizations outperform by 23% profitability.
My mission
Research shows that the only kind of diversity that matters in how well teams can solve problems is invisible.
Cognitive diversity is the mixture of ways that team members perceive and use information.
My mission is to change your organizational culture into one that is cognitively inclusive. It will be resilient, innovative and engaging, attracting talented people with a mix of cognitive styles, and enabling them to thrive.
See more about my mission in this 3 minute film.
Hi, I’m Lisa.
In this short film, I’ll explain what I can do for your organization.
I want to tell you about a kind of diversity that you can’t see.
This is diversity in the way we think.
Psychologists call it cognitive diversity.
It’s about how we prefer to take in information. How we perceive it. How we use it.
You can’t see cognitive diversity, but you can feel it. You can experience it.
When you get it right, you see transformations such as one I led even through a reorganization and covid lockdowns that saw the employee-NPS rating increase from -33 to +30 over 3 years.
Intuitively it makes sense.
Let’s say you’re a visionary. You can see where you want your business to go.
Now, if you hire a lot of people who think like you, you’ll have wonderful, stimulating discussions about how to bring value to your customers and be super-successful.
But you won’t be very good at making a strategy to get from here to your vision.
Or at executing it.
That’s because the brain skills involved in being visionary, and designing and executing a strategy, are different.
You don’t naturally find them in the same person.
Sure, you can learn to become OK at another style, but you won’t excel at it.
So with lots of the same kind of brain, you start to get into trouble.
Your innovation stagnates. It’s difficult to respond to changes like artificial intelligence, a new competitor, or a new customer need.
It’s hard to attract new talent, to compete with others to secure people with the skills you really want. It’s also hard to keep the talent you already have.
Result – your customers get less satisfied, your productivity drops, your success declines.
The solution is to have teams that mix up different types of brain.
For example: research about team problem solving has shown that diversity you can see – gender, age, ethnicity – doesn’t make any difference to being successful in solving a problem.
A group of white men can be better at solving a problem than a group that looks diverse.
The reason is cognitive diversity.
Yes, a group of white men can be diverse too – if they have different thinking styles.
You need 2 things to make sure you’re innovative, attractive to talent, and successful when faced with change:
The first is cognitive diversity.
The second is the right culture to make sure these different brains can work together effectively.
That is a culture of curiosity, mutual support.
Of succeeding as a team not as an individual.
This cognitively inclusive culture allows the collective genius to emerge.
It will make sure your organization excels at all the behaviors you need:
To be successful now
To keep growing
And to thrive with whatever changes are heading your way.
You can learn more about how I do this by watching the short film on the Services tab of this website.
Or, connect with me for a chat.
I’d love to meet you and discuss the potential for your organization.